Difference between revisions of "Explicit policy"

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(Moved agreement-based stuff to {{p|agreement-based culture}})
 
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{{p|explicit policy}} is very important to bridge the inevitable periods of uncertainty—and sometimes right-out chaos—that ensue from constant transformation. The team will need these policies more than ever sooner or later. A well functioning set of policies allows you to function in ‘automatic mode’: all decisions are naturally aligned with the {{p|unity of purpose}}, not requiring any involvement from a manager or coordinator. How to select work, how to classify work into different classes of service, when is a work ‘done’, et cetera, becomes second nature, a habit. Of course, you also need to make it a {{p|habit of changing habits}}.
{{p|explicit policy}} is very important to bridge the inevitable periods of uncertainty—and sometimes right-out chaos—that ensue from constant transformation. You will need these policies more than ever sooner or later. A well functioning set of policies allows you to function in ‘automatic mode’: all decisions are naturally aligned with the {{p|unity of purpose}} and the {{p|intent at least two levels up}}, not requiring any involvement from a manager or coordinator. How to select work, how to classify work into different {{p|classes of service}}, when is a work ‘done’, et cetera, becomes second nature, a habit. Of course, you also need to make it a {{p|habit of changing habits}}.


{{p|explicit policy}} grows an {{p|agreement-based culture}}.
{{p|explicit policy}} grows an {{p|agreement-based culture}}.
==Sources==
 
*{{web|url=http://www.infoq.com/interviews/culture-engine|site=InfoQ|person=Steve Peha|title=Agreements-Based Culture}}
**so that we can trust each other a little bit more about what’s going to get done and who is going to do it and when it is going to happen
**to be more intentional about culture—'''intentional culture''', together with the {{p|agile dojo}} becomes '''instant culture''', or '''instant agile culture''' (or lean if that is your flavor); intentional culture of [[agreement]]
**explicit [[agreement]]s between team members give a high sense of trust and an easy way to know that get the work will get done
**[[agreement]]s (and thus {{p|explicit policy}} are a natural fabric of our daily work
**this culture tends do be confrontationally compassionate; confront doesn’t really mean anger or a cause of problem, confront just means meet someone face to face—and a very simple way and say, “Why don’t we do it this way? What do you think?”
**the interactions between individuals that we all care so much about in the Agile community, are really governed by [[agreement]]s. And the more explicit and the larger number of these agreements, the greater the degree to which we keep them, the more the interactions become more fluid, easier.
** know what to expect, you know what to expect and we become a higher functioning team, because we work together in a certain way that we have [[agreement|agreed]] on ahead of time—no haggling afterwards
**the set of interactions between individuals can be governed by {{p|explicit policy}}—relates to system thinking: system is the product of the '''interactions''' between its subsystems
**[[agreement]]s essentially give a form, a way of knowing what to do; it sets expectations; it's a kind of expectation management
**{{p|explicit policy}} shifts the nature of a culture, from one that is accidental, unintentional, drifting in all sorts of different ways, to one that brings us back into interaction, alignment, conversation and collaboration
**improve culture by making, keeping, confronting broken [[agreement]]s and renegotiate and recommit to them
**see http://cultureengine.net


==Related==
==Related==

Latest revision as of 10:59, 20 April 2014

explicit policy is very important to bridge the inevitable periods of uncertainty—and sometimes right-out chaos—that ensue from constant transformation. You will need these policies more than ever sooner or later. A well functioning set of policies allows you to function in ‘automatic mode’: all decisions are naturally aligned with the unity of purpose and the intent at least two levels up, not requiring any involvement from a manager or coordinator. How to select work, how to classify work into different classes of service, when is a work ‘done’, et cetera, becomes second nature, a habit. Of course, you also need to make it a habit of changing habits.

explicit policy grows an agreement-based culture.


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